July/August 2012
Total Page：16
File Type：pdf, Size：1020Kb
July/August 2012 Volume 3, Issue 4 2012 July/August CONTENTS Work page 3 More Companies Using Social Media Instead of Blogs page 3 How an Extraordinary Boss Thinks page 4 Qualities of the Most Productive People page 4 Don’t Multi-task, Focus is Key to Productivity page 5 Accessing Company Matters on The Internet National Print Day page 5 More Firms Recruit From Their Own Ranks page 10-11 page 6 Your Corporate Social Brand Health page 7 Button Batteries Can be Deadly for Children page 7 FDA Pushes for More-informed Daily Sunscreen Use page 8 Virtual Colonoscopy Screening Welcome to Paradise page 8 Nuts to You page 13-15 page 8 More Applause for Raisins page 9 Vitamin D Could be a Factor in Diabetes Prevention page 9 Surprising Facts About the Benefits of Exercise page 9 Skip the Prostate Cancer Test News page 12 The Perils Homeowner’s Insurance Won’t Cover Martin Page page 12 Amazon To Collect Sales Taxes In More States page 20-21 page 12 Banks Offer New Types Of Prepaid Cards page 16 No Lessons For Bubba Watson: He’s Playing For Love page 16 ‘Golf Digest’ says: Match play: True or False? page 17 ‘Thousands Benefit From the 2012 Summer Olympics Case Study Technology page 23 Phone: 703.450.4121 page 18 Hotel Lobbies: Beautiful, Spacious Places With Wi-Fi Fax: 703-450-5311 page 18 Draw Something www.graphicsandmarketing.com page 18 Mobile Payment Using Paypal gam|mag is our bi-monthly page 19 No-Mirror SLR Digital Cameras Are Taking The Lead In Sales newsletter, combing functionality with fresh design. page 19 What is an SLR? gam|mag Director The Business Card Dawn Gardner page 24-25 Designers Dawn Gardner Brooke Fremeau Theresa Garritano Follow us on Facebook: gam Follow us on Twitter: gfxandmkt Find the 10 page 27 2 gam®|mag work health news technology work More Companies Using Social Media Instead of Blogs It seems that consumers are losing interest in reading blogs. Companies now recognize the trend, and some are glad to see it. In 2011, just 23 percent of Fortune 500 companies had a blog. A study by the University of Massachusetts-Dartmouth shows blogging requires more work and has risks, including accepting comments, liability issues and defamation. Big businesses, such as Bank of America and Owens Corning have moved to social media instead. They want to be where their customers are and have gone to sites like Facebook, Tumblr and Twitter. Some companies never started a blog and just went straight to social media. Many organizations underestimated the amount of work a blog requires, say marketing, communications and strategy experts at Rimage, a digital storage device maker. They think it’s like a newsletter or an ad. One publicly traded fresh-food company says it doesn’t blog because it’s worried about running into trouble with federal regulators about proper disclosure. Extraordinary business people can be charismatic, dynamic and creative, How an but, when it comes to being a boss, it’s what they give that counts. According to the newsletter Sales Source, a truly great boss makes it Extraordinary possible for people to excel by giving them the tools they need and the measure of freedom they want. Boss Extraordinary bosses also allow extraordinary flexibility, allowing employees to take charge of their own destinies and make their own team rules. In the Thinks meantime, bosses give people the respect they deserve and the tools they need to get the job done right. Inspiring people is the key to success for motivated bosses. People perform when they see the goal and know their part is crucial in achieving it. Today, companies, employees, and managers all face change and challenges with the light speed changes in technology, but according to Sales Source, technology should be seen as empowering, especially technology that is really used by people. Smart phones and tablets tend to bring people together, experts say. They free human beings to be creative. Extraordinary bosses know that work should be enjoyable and they put people in jobs that can and will make them truly happy. Jul / Aug 2012 3 www.graphicsandmarketing.com How to be Productive Don’t Multi-task, Focus is Key to Productivity “These people who think that they can multi-task are wrong,” says Kate Wendleton, president of career coaching firm The Five O’Clock Club. Focus on one thing, get it done, and move on. “The people who are able to focus and get something done well are the people who are most productive,” she says. “Multitasking can eat up 40 percent of your workday,” says Marla Tabaka, a life and business coach who helps entrepreneurs in achieving their business and life goals. “Employers want people who can focus.” Instead of doing two things at once, block out time to do certain tasks. “You’re not Qualities of the putting things off, you’re scheduling things,” Tabaka says. Most Productive People International businesswoman, entrepreneur and author Margaret Heffernan worries about her own productivity and wonders how she can get more done in any given day. She said in a recent column that she reflected on the most productive people she has known in her career and found they all share certain characteristics: They have a life. Far from being the maniacally focused, late night or early morning types, truly creative innovators and problem solvers have a rich life outside of work. Having outside interests hones different skills and lets them think in different ways. They take breaks. Heffernan says it’s easy to think that you’ll get more done if you never stop. But what’s clear from neuroscience is that taking a break, even just walking around for a few minutes, can reset and refresh the mind. They have great outside collaborators. Sometimes these collaborators are formal, often not. Their sounding boards aren’t just colleagues or clients. Sometimes the collaborators are formal, sometimes not. Many have had businesses or worked for other companies. What these characteristics demonstrate is that truly productive people have external commitments, time to breathe and multiply perspectives. They’re productive because they have rich resources to call upon: science, music, art, literature, theater, and maybe furniture design or gardening. Heffernan concludes that the secret to productivity isn’t a new organizer, a piece of software, or a new app. It’s having a whole life. 4 gam®|mag work health news technology work In an Emergency, Who Can Access Company Matters on the Internet? Small businesses are moving more operations online. It you are in good shape, just make sure more than one brings up the question: What happens if the one person person knows the current passwords. If accounts are in an who has access to the online accounts dies or becomes individual’s name, it’s a problem because of strict privacy incapacitated? Who will write checks, tap into bank laws and policies at cloud companies and social networks. accounts on the Web, or make online purchases from Yahoo and PayPal, for example won’t provide access to suppliers? Who could make payroll on cloud-based payroll another party, and with Google you have to provide a death software? Who would stay in touch with customers? In a certificate before it will consider access. small business it’s common for only one person to know all the passwords and information on accounts. In this case, no Even if a second person in the company has passwords, a one else has access even if a person is the next of kin or a letter to accounts saying that the owner has died and they business partner. are the new contact should be sent. It should inform each of the owner’s death and the transfer specifics. Some experts At the University of Pennsylvania’s Wharton School, legal advise putting account information in a will or trust as part and business ethics authorities say when it comes to doing of a company’s assets, a move that affords legal protection in business in the cloud, there’s a false sense of security. Some some states. things to consider: Whose name are the accounts in? If they are in the business’s name More Firms Recruit from their Own Ranks A growing body of research shows that promoting from within, even for jobs like the CEO, can deliver more benefits than hiring outside talent. A study by the University of Pennsylvania’s Wharton School found that external hires were paid more than internal employees in equivalent roles, but fared worse in performance reviews during their first two years on the job. More companies are hiring from within and investing in websites that increase intra-office movement, says The Wall Street Journal. Cisco Systems has a program called Talent Connection that identifies qualified employees who aren’t really looking for a new job. About half of Cisco’s 65,000 employees have created profiles on the website. Talent Connection has saved the company several million dollars in search-firm costs. At the same time, workers’ satisfaction with career development has risen by almost 20 percentage points. Jul / Aug 2012 5 www.graphicsandmarketing.com Your Corporate Social Brand Most of us that have been in the business world However, upon switching to Facebook and for any length of time have a LinkedIn account. searching for the same name, it was as if there Many of us have succumbed to Facebook as a was a completely different persona—including result of this being one of the mainstream ways pictures.